MGT211: Analyzing HRM Strategies at Starlight Tech Case

This case study examines the Human Resource Management (HRM) practices at Starlight Tech, a Finland-based interactive media company led by CEO Stevenson. The company, with over 600 employees, distinguishes itself through its flexible policies, lacking formal attendance tracking and sick leave benefits. The analysis explores the potential benefits of implementing an attendance plan, such as improved management of attendance issues, better remote work coordination, and enhanced employee morale. It also discusses the viability of replicating Starlight Tech's policies in other organizations, emphasizing the importance of policies in protecting liabilities, fostering professionalism, and ensuring fair treatment of workers. Furthermore, the study highlights the HRM conditions necessary for the success of such plans, including proper staffing practices, comprehensive training, and effective employee relations. Finally, it suggests a motivation plan focused on employee autonomy and creating a supportive work environment.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name of the student
Name of the University
Author Note:

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Table of Contents
Suitable Tittle for Case Study..............................................................................................2
Opinion for No Attendance Plan.........................................................................................2
Policies will work in organization or not.............................................................................2
HRM condition for these plan to work................................................................................3
Plan for Employee Motivation.............................................................................................4
References............................................................................................................................5

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Suitable Tittle for Case Study
The most suitable tittle for Case Study is “Starlight Tech – Freedom at Work”
Opinion for No Attendance Plan
Starlight Tech, a Finland based interactive media organization is led by CEO named
Stevenson. The organization comes up with more than 600 employees in high-tech field (Noe et
al. 2017). The organization has neither implemented policies for attendance nor it provides sick
leave benefits to its employees. The organization should implement attendance plan as it
provides large number of benefits like
 Manager at Starlight tech can easily identify for attendance issues.
 Both employees and employers need to look for work in remote places.
 Attendance planning aims to ensure the fact that employee gets paid fully paid on time.
 Executives at starlight tech should boost the morale of employees and focus on time-off
request (Cascio 2015).
 Managers can achieve real-time analytics so that they make the hiring procedure better
and schedule their decision.
 By the help of attendance tracking system, there can be overall reduction of absenteeism
for employees.
Policies will work in organization or not
No, this kind of employee policies will not succeed in another organization. There is
certain number of employee policies which can provide an idea how the business can be
conducted with this Starlight tech. It can easily provide some guidelines for both employees and

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manager of this organization (Kumar and Pansari 2015). By the help of certain numbers of
policies and procedures, a typical handbook for efficient reference are provided.
Protection of Liabilities: Installation and enforcement of policies and procedure can
help Starlight tech for preventing various kind of legal issues like compliance. It can limit the
overall capability of the organization (Stone et al. 2015). Proper outlining and enforcement of
organization policies at Starlight tech can make the organization to observe any kind of legal
restriction.
Professionalism: There is another advantage of creating policies in Starlight tech is all
about creating professionalism. Proper codification helps in minimizing disciplinary procedure,
increasing the overall consistency and lastly unfair treatment of workers (Noe et al. 2017). By
the help of consistency of organization policies, organization can attract quality of workers and
build a positive reputation. It is will ultimately improve the overall professionalism in the
organization.
HRM condition for these plan to work
Starlight tech should come up with proper staffing practices so that they can ensure the
fact that people will succeed in the condition of environment. Both training and activities related
to development are inclusive of information how the whole attendance system tends to work
(Cascio 2015). Apart from this, it tends to highlight employee accountability and its effect on
meeting on individual goals. Employee relation will help this organization to overcome conflicts
that will surface around the employee’s time-based practices. It will highlight the fact that the
policies are enforced in much fairway (Kumar and Pansari 2015). Communication between the
employee tends to play a key role in overall success in the given environment.

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Plan for Employee Motivation
Concerning motivation, if some Tech Target is looking for people then they can motivate
a place where the employees can work with autonomy. Then they tend to ensure that fact people
tends to come up with high level of energy (Stone et al. 2015). There are employees around the
globe who do not prefer to be closely for maximizing their effort in micro changed environment
of working.

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References
Cascio, W.F., 2015. Managing human resources. McGraw-Hill.
Kumar, V. and Pansari, A., 2015. Measuring the benefits of employee engagement. MIT Sloan
Management Review, 56(4), p.67.
Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., 2017. Human resource management:
Gaining a competitive advantage. New York, NY: McGraw-Hill Education.
Stone, D.L., Deadrick, D.L., Lukaszewski, K.M. and Johnson, R., 2015. The influence of
technology on the future of human resource management. Human Resource Management
Review, 25(2), pp.216-231.